A slide deck which I had used in Dec 2010 at monthly meet of NHRDN Kochi

1. Balanced Score Card :
The HR Perspective
NHRD Network Kochi – Monthly Meet
Dec 29th
2010
Hotel Yuvarani Residency,Kochi, Kerala

2. Balanced Score Card Origin and Evolution…
• Popularized by Dr. Robert Kaplan (Harvard Business School) and Dr.
David Norton – 1992 by their HBR article
• A performance measurement framework that added strategic non-
financial performance measures to traditional financial metrics
• To provide a more 'balanced' view of organizational performance.

3. HR’s Unique Selling Proposition…
• Performance Mgmt Tool /
framework
• Measuring Organization/BU’s
performance
• Best connect to business / Strategy.

4. Arbitron India’s attempt…
• Objective – track implementation of
strategy and it’s connect with
functions /Department (Strategy Map)
• Provide a common framework for
measurement
• Implement for Leadership team and
stabilize before company wide rollout
• Monthly review meetings
• Metrics can be re-visited

5. HR Challenges for 2010
1. Attract and Retain Talent (Recruitment
and Engagement)
2. Improving HR Service Delivery and
Efficiency (Processes)
3. Managing significant Organizational
Change / Transformation (Integration
of new hires)
4. Learning and Development focus

6. HR BSC – Arbitron IndiaPerspective Goals Goal statement # Key Performance Indicators Freq Source Target
Traffic Light
Green Amber Red
FINANCIAL PERSPECTIVE
G1
Ensure that Monthly Forecast to
budget is within 10% KPI 1
Monthly Actual expenses/Monthly Forecast as
a percentage M Finance 100% ≥10% <10-8% <8%
G2
Hire at Optimum cost (To be
determined from after data is
analysed)
KPI 2
Cost per hire (Average) for the year
M Finance
CUSTOMER
PERSPECTIVE
G1
Improve Employee Engagement
KPI 3
1. Pulse sessions every qtr; Action items
discussed in Leadership meeting
2. ESAT Survey every 2 yrs
3. Skip Sessions by Functional Heads every
Qtr M HR
1. per Quarter
by HR
2. 1 in two
years
3. 1 per
quarter by
Managers
and MD
100% - 0%
G2
Support BoT Transfer and Back-fill
Hiring
KPI 4
1. Rollout of BoT Offers (end to end Process)
2. Complete Bkfill hiring on agreed timelines
M LT
1. Jan 2010
2. June 2010
1. Jan
2010
2. June
2010
2. July
2010
2. Aug
2010
G3
One out of the box initiative that
meets or exceeds stake holder
expectation
KPI 5
Initiative confirmed with your manager
Y LT 1 1 0 0
G4
Implement Retention schemes
KPI 6
1. Attrition Rate
M HR 10% <=10% >11-14% >15%
INTERNAL PROCESS
PERSPECTIVE
G1
Maintain ISO standards for all
documented processes KPI 7
Score >90% in PCI in audits
M SEPG 90% 90%
<90%-
>70%
<70%
G2
Do two BCP / DR test using the
alternate site identified for this
purpose subject to System Services
approval.
KPI 8
Report for BCP / DR Test and complete test at
70% acceptance as defined by EPG
Qtr SS 2 2 1 0
G3
Maintain robust HR processes
KPI 9
1. Ageing of service requests (email / HRIS)
M Pulse / 2 days 2 days 3-5 days
10-
days
G4
Implement Adrenalin HRMS. ESS and
MSS philosophy KPI 10
1. Provide options for Employee and Manager
Self service M
G6 Reduce Recruitment lead time KPI 11 Lead time to be between 45-75 days M HR 75 days 75 days 90 120
LEARNING & GROWH
PERSPECTIVE
G1
Succession Planning and leadership
Development KPI 12
Successful completion as certified by HR
Y HR 100% 100% - 0%
G2
Team Growth
KPI 13
Perform Performance reviews every half year
for all reportees Y HR 2 2 1 0
G3
Enusre atleast one member attends
the technical training on quality
management
KPI 14
Successful completion as certified by HR
Y HR 1 1 0 0
G4
Create talent pipeline for growth
KPI 15
1. Engage stakeholders , Campus, Local
Organizations
2. Ensure co's participation in Industry meets
(CII, IT meet's etc)
Qtr HR

7. Next steps…
• Review progress and re-visit metrics
– initiated
• Communicate to next level
effectively before rollout
• Evaluate use of technology enablers

8. Questions / thoughts / Comments?
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